Where Calling Meets Opportunity: The Power of Mentorship
The topic of women in leadership within the Church remains deeply personal to me. I write from within an ongoing process of healing, shaped by past experiences related to this subject, aware that certain memories can still resurface and momentarily unsettle my spirit. While the purpose of Anna R. Morgan’s Growing Women in Ministry is clearly to empower and affirm, and I desire to engage it in that light, I cannot overlook the ongoing reality that many faith-based institutions continue to limit or overlook women’s leadership within the body of Christ. This awareness stirs a kind of grief—not bitterness, but a desire for the Church to grow in its ability to recognize and nurture the full range of gifts God has entrusted to His people.
Morgan opens her work with a paradigm-shifting statement: “for women to gain power, men do not have to lose it.”[1] With this, she challenges the zero-sum view of power that often shapes attitudes toward women’s leadership in ministry. Rather than treating leadership as a scarce resource, Morgan reframes it as a shared calling rooted in the abundance of God’s design: “Leadership is not a finite resource. It can be created, perhaps infinitely.”[2] This conviction shapes her argument for an egalitarian theology—one that affirms that “the ministry gifts of the Holy Spirit—such as apostleship, pastoring, teaching, and leading—are distributed equally to both men and women.”[3]
Morgan presents a holistic model of leadership development for women, one that integrates spiritual, cognitive, emotional, social, physical, environmental, and ministerial growth. She explains that leadership formation is not simply about acquiring skills but about the integration of inner transformation and external support. As she writes, “while a woman’s spirituality, cognition, and emotional intelligence are being formed internally, two external processes are also shaping her as she interacts with her environment.”[4] Her framework emphasizes that leadership is cultivated through relationships, personal growth, and ministry contexts that either nurture or hinder a woman’s capacity to lead.
I would love to highlight all of these aspects, but for the sake of brevity, I will focus on the importance of mentorship. Morgan notes that “women become motivated to accept their leadership calling when their church leaders affirm it.”[5] She goes on to explain that “once a woman realizes she has been called to local church ministry, she must engage the process of discovering her gifts and then develop those gifts. This is not simply self-discovery but a process of becoming more like Jesus as the gifts grow.”[6] Later, she adds that “for women to become leaders, skills learning must be accompanied by new-identity learning. A woman must learn to view herself as a leader and recognize her influence as it develops.”[7]
Morgan’s own story illustrates this truth in a personal way. Reflecting on her early years of ministry, she writes, “…practical mentorship not only taught me the skills for planning and executing high-quality and impactful worship experiences but also gave me authority in our church.”[8] Mentorship, then, is not merely about instruction—it is about empowerment. It bridges the gap between calling and opportunity, affirming that the process of leadership formation is both spiritual and relational. Healthy mentorship creates the kind of environment where women can develop not only their abilities, but also their sense of identity, belonging, and spiritual authority.
As I continued reading, I found myself reflecting on the irony that some of the strongest resistance to women’s leadership in ministry comes not from men, but from women themselves. I once worked for a ministry-based organization that operated in many ways like a church. When the time came to search for a new president, I suggested to the head of Human Resources—a woman—that we consider a female candidate. Without hesitation, she replied, “I don’t believe a woman should be in that role.” The response caught me off guard, given that the organization had been founded and led by a woman until the mid-1900s. The conversation left me confused and aware of how long-held ideas about women and leadership can continue to shape decision-making, even among women of faith.
I also think back to my experience in a traditional church environment that did not lend itself to affirming women in leadership. To be candid, women had few opportunities for meaningful ministry beyond nursery care, children’s programs, and hospitality. Morgan names this reality when she writes that “a woman often faces unrecognized societal expectations that govern how she speaks and engages others, creating an impediment to successfully moving people forward.”[9]Yet in nearly every faith-based setting I’ve been part of—in my own circles and ministry contexts—women have been the first to step forward, the most dependable in service, and, around the world, the majority presence on the mission field. Still, opportunities for women to serve in pastoral or executive leadership remain uncommon.
As Brett Fuller writes, “I do not believe it was God’s intent to restrict a woman in her gifting and potential simply because she is a female.”[10] His words echo Morgan’s conviction that “leadership is found in relationships and in the communication that shapes those relationships,”[11] and that “power can be life-giving.”[12] Leadership, then, is not about holding authority over others but about cultivating trust and empowering others to flourish. Morgan’s vision invites a broader imagination for what faithful leadership can look like in the Church—a vision in which mentorship, affirmation, and shared stewardship allow both men and women to reflect the generosity and creativity of God’s Spirit at work in all His people.
Morgan cautions that “if we do not provide leadership development opportunities for gifted young Christian women inside our local churches, then they may well pursue leadership opportunities outside the church, thus weakening it.”[13] Her words reflect a clear reality: when women’s gifts are unrecognized or confined, the whole body of Christ loses strength. Yet her vision does not end in concern but in hope. As she writes, “this egalitarian mutuality does not diminish or devalue the role of men but instead elevates women leaders to stand alongside their male partners to steward the work of God.”[14]
If the Church is to live into this vision, it must become a place where women are mentored, encouraged, and trusted to lead. Mentorship bridges the gap between calling and opportunity—it’s where women begin to see themselves as leaders and are affirmed by those who believe they can be. When the Church embraces this kind of mutuality, leadership becomes shared rather than guarded, and both men and women reflect more fully the image of God as they join together in His work.
[1] Anna R. Morgan, Growing Women in Ministry: Seven Aspects of Leadership Development (Grand Rapids, MI: Baker Publishing Group, 2024), 1, Kindle edition.
[2] Morgan, Growing Women in Ministry, 1, Kindle edition.
[3] Morgan, Growing Women in Ministry, 16, Kindle edition.
[4] Morgan, Growing Women in Ministry, 34, Kindle edition.
[5] Morgan, Growing Women in Ministry, 44, Kindle edition.
[6] Morgan, Growing Women in Ministry, 45, Kindle edition.
[7] Morgan, Growing Women in Ministry, 57, Kindle edition.
[8] Morgan, Growing Women in Ministry, 120, Kindle edition.
[9] Morgan, Growing Women in Ministry, 6, Kindle edition.
[10] Brett Fuller, High Ceilings: Women in Leadership (2023), 16, Kindle edition.
[11] Morgan, Growing Women in Ministry, 10, Kindle edition.
[12] Morgan, Growing Women in Ministry, 12, Kindle edition.
[13] Morgan, Growing Women in Ministry, 7, Kindle edition.
[14] Morgan, Growing Women in Ministry, 54, Kindle edition.
About the Author
Elysse Burns
18 responses to “Where Calling Meets Opportunity: The Power of Mentorship”
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Elysse,
May God continue to heal your wounds regarding leadership in the church. May he grant you wonderful mentors who can come alongside you in this healing process.
Do you have women in your life who have mentored you and what has that looked like?
Hi Jeff,
Thank you for your question. While there were women in my life who helped shape my moral understanding and character, I can’t recall having a woman who truly walked alongside me in leadership or spiritual growth. That kind of mentoring presence was missing, and I think that absence shaped how I’ve come to value intentional mentorship and the way it nurtures confidence and calling in others.
Hi Elysse, Thanks for the thoughtful post. We need to schedule a WhatsApp coffee break sometime soon. Your comment about women being more resistant than men in promoting women in ministry prompts me to ask if you agree with Morgan when she wrote that the association of women in leadership and feminism could be viewed as too connected to political agendas, such as pro-choice and power, etc. (Morgan, p. 23).
Hey Diane,
You bring up a good point—one I think I’ll need to reflect on more. From Morgan’s description, egalitarian theology seems rooted in the elevation of women and the empowerment to use the spiritual gifts God has given them. I agree it’s important to have a clear definition of what we mean by egalitarian theology, because without that, political ideology could easily encroach on the church’s purpose. To me, those feel like related but distinct conversations—the empowerment of women in their God-given gifts and the influence of cultural or political movements.
Elysse, We’ve had numerous conversations on this topic and together we have taken some drastic actions against unfair treatment due to gender disparities. From your experience, what would be the top three things you would share with a woman you were mentoring?
Hey Kari,
I really appreciated the three internal aspects Morgan mentioned—confidence and inner certainty about one’s calling, cognitive development through growing in skill, and emotional intelligence, especially learning to guide our own emotions. Those really resonated with me. The internal piece feels the most important because so much of leadership and spiritual growth starts there—learning to trust God’s voice and becoming steady in who He’s called us to be. I could see using Morgan’s three internal aspects as a helpful framework to encourage a young woman growing in leadership.
Hey Dr. Elysse. Grateful for your partnership in this doctoral cohort!
Thinking about the church, I wonder about the role of theology, and how it may have been shaped by time and place. I like that you land on mutual image bearing in your last paragraph. I am always amazing when unpacking the meaning of the word “ezer”. Morgan uncovered this in her book as well, and I wonder, how does properly translating the Scriptures, starting with Genesis, have the chance to change the narrative?
Here’s the quote:
From the very beginning of the Bible, God’s plan for gender equality is revealed. God names woman ezer (Gen. 2:18), meaning “warrior,” “helper,” or “aid.” God himself is described as ezer (Ps. 46:1), which connotes not weakness or subservience but strength and companionship. Women reflect God as female image bearers and are designed to stand alongside men in kingdom building.9 (Growing, 30)
Hey Joel,
Thanks for bringing this passage of Scripture up! Yes, I really enjoyed reading about the definition of ezer. It’s such a powerful word when we understand it correctly. I think properly translating Scripture changes everything—it reshapes the whole paradigm of how we define and view someone’s role and purpose. In the case of ezer, it moves the meaning away from something secondary or subordinate and instead highlights strength. It’s amazing how a single word, when seen in its true context, can shift the way we understand both God’s design and one another.
Elysse,
Removing glass ceilings in Christian institutions where do you see yourself in 5 years as Dr. Burns? What role would you like to be in or what do you think you would excel at?
Keep growing and keep working towards this.
Hey Adam,
Thank you for your thoughtful questions. In five years, I hope to be in a leadership role that allows me to teach and walk alongside pastors and church leaders—helping them think wisely about how to lead and care for their communities in global and cross-cultural settings. I’d like to draw from my experiences overseas to strengthen and encourage those serving in complex or unfamiliar environments
Dr. Burns, what a thought-provoking blog. Thank you for sharing your experience. How would you counsel your younger self ahead of accepting a ministry role abroad, if you knew then what you know now? And how do you remain encouraged when the surrounding culture tends to consider women to be inferior to men? (That may not be an accurate direction of thought, so correct me if I’m wrong.)
Hey Jennifer,
You are exactly correct. The most gender-based discrimination I’ve experienced has been overseas, largely because church planting tends to be the primary focus of many sending churches and organizations. Looking back, I would tell my younger self not to remain in environments that stifle who you are or diminish your voice. I stayed with a toxic organization for far too long, and if I could do it over, I’d walk away much sooner.
Even so, I continue to find encouragement in the confidence that comes from knowing who God has called me to be and where He has placed me. It’s still disheartening at times to see how women are treated in certain missionary contexts, though I recognize that’s not every woman’s experience. That’s why I find Morgan’s emphasis on the internal aspects of female leadership development so meaningful. When we cultivate inner confidence, we become less shaken by opposition and more grounded in our calling.
Elysse, your post is both reflective and rich, You referenced, “I found myself reflecting on the irony that some of the strongest resistance to women’s leadership in ministry comes not from men, but from women themselves.” I have heard several women make this statement. What are the primary factors in this and how can we best support women and mentorship?
Hey Daren,
I wish I understood why some women seem so opposed to other women serving in ministry leadership. I’m not sure if it stems from a belief that they’re defending what’s morally right or if it’s more of a mental shortcut—a way to avoid wrestling with a different perspective. I don’t want to make broad generalizations, and I don’t have data to support this, but I’ve seen moments where women undercut or compete with one another, and it’s always disheartening. I’m not sure how much that dynamic contributes, but it feels connected somehow.
That’s why I see such value in Morgan’s three internal aspects of leadership—confidence in one’s calling, cognitive development through learning and skill-building, and emotional intelligence. These internal qualities create the foundation for women to lead with steadiness and generosity rather than insecurity or comparison. This framework is also incredibly helpful for mentoring women, as it offers a clear way to invest in their personal and leadership growth.
A practical step the Church could take is to intentionally create mentorship environments where women are encouraged to develop these inner qualities through guided conversations, leadership opportunities, and honest reflection. When women are supported in this way, they’re more likely to champion one another and foster a culture of affirmation, collaboration, and strength rather than competition.
Hi Elysse, I’m sorry to hear about the grief you have experienced. I empathize with you and understand why it brings grief.
One challenge I’ve seen is that men tend to promote men, and women tend to promote women (although your experience with the HR leader was a counter-example). If women aren’t in leadership, it’s a self-perpetuating problem because men don’t promote women as often as they promote men. Sometimes this is because they don’t want to relinquish power, but if I’m giving them the benefit of the doubt, I would also say it’s because they don’t develop the same personal connections to women as they would with other men. This is understandable, and why I think female leaders have a stewardship responsibility to empower other women in leadership.
How do you steward your leadership to bring other women up?
Hey Christy,
I really resonated with Morgan’s three aspects of internal development for women—confidence in one’s calling, cognitive growth through learning, and emotional intelligence. Her framework has given me language for the way I’ve tried to steward my own leadership journey. For years, I didn’t always know how to describe the inner work God was doing in me—the process of learning to trust His voice, grow in wisdom, and lead from a place of peace rather than striving. Seeing these aspects named so clearly brought a sense of freedom and affirmation.
It reminded me that leadership isn’t just about skill or position; it’s about the continual work of nurturing what’s within. Stewarding my leadership means staying grounded, growing in discernment, and using whatever influence I have to serve others well. I can see how Morgan’s framework could also guide mentorship for women—helping them cultivate the kind of inner stability that allows them to lead with confidence and authenticity.
Hi, Dr. Elysse, that is totally true, it should be more power, not the other way around. Sometimes when I think about this concept, it makes me think of roles. Just like in a family, there can be leaderships of roles. Thank you again, Ms. Burns.
Thank you, Dr. Liemam.